{"id":21417,"date":"2018-12-27T05:00:37","date_gmt":"2018-12-27T13:00:37","guid":{"rendered":"https:\/\/www.yardi.com\/blog\/?p=21417"},"modified":"2020-12-25T01:32:52","modified_gmt":"2020-12-25T09:32:52","slug":"attracting-retaining-talent","status":"publish","type":"post","link":"https:\/\/www.yardi.com\/blog\/attracting-retaining-talent\/","title":{"rendered":"Attracting + Retaining Talent"},"content":{"rendered":"

Talent scouting and retention are a hot topic in the senior living industry. Organizations struggle to attract, identify, and retain talent. Without a solution, the industry is poorly equipped to provide quality care. Existing employees are overworked, and residents may wait underserved. The results can be fatal: a European study<\/a> of 260,000 nurses reveals that increasing a nurse\u2019s workload by one case could increase mortality\u00a0risk\u00a0by 7 percent within 30 days of admission. Tactics to improve recruitment and retention are crucial.<\/p>\n

A Growing Problem<\/strong><\/p>\n

According to the American Association of Colleges of Nursing, 53 percent of senior care providers say that “insufficient numbers of quality \"senior<\/a>applicants” is their primary problem. Once talent comes onboard, retention becomes a hurdle. The industry is challenged by a 50 percent turnover rate among direct-care staff.<\/p>\n

Without drastic changes, the industry will not be able to keep up with growth forecasts. Improved healthcare and living conditions has extended lifespans. There are more Americans living over the age of 65<\/a> now than at any other point in history. By 2030, the senior population will increase by 75 percent. The workforce needs to at least double to meet growing demand.<\/p>\n

Questions to Identify Practical Solutions<\/strong><\/p>\n

Reexamining your current protocols for attracting and retaining talent<\/a> may help you identify problems. The questions below can help you get started:<\/p>\n

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  1. What does your online reputation tell prospects about you?<\/strong><\/li>\n<\/ol>\n

    Pretend to be a prospect. Search for your organization online. Consider housing reviews, employer reviews, and social media commentary. What impression do you receive?<\/p>\n

    About 84 percent of organizations <\/a>use social media to recruit new hires. Are you among them?<\/p>\n

    You may need to revamp your online presence. Begin by addressing the most pressing concerns to arise in the past 30 days. Then work to maintain your online reputation<\/a> as new content arises.<\/p>\n

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    1. Can qualified talent quickly find your job posting and easily apply?<\/strong><\/li>\n<\/ol>\n

      Hone recruitment by focusing on healthcare job listing sites. This approach narrows the pool more quickly than a general online job board.<\/p>\n

      Also consider a referral incentive for current employees. Nurses, for example, have completed specialized training. They may know other qualified graduates in search of work.<\/p>\n

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      1. Do you offer an appealing employee experience?<\/strong><\/li>\n<\/ol>\n

        The employee experience is what occurs when employees walk through the door of your community How employees feel about their workplace and management are major factors for retention. Consider:<\/p>\n